Inclusive Leadership: From Individuality and Connection to Learning Together
Inclusive leadership isn’t about perfect answers or flawless role models—it starts with courage. The courage to admit that you don’t know everything yet, to share your mistakes, and to learn together with your team. Because true inclusion isn’t created by tools or policies alone, but by leaders who make room for both individuality and connection. In this blog, you’ll discover why vulnerability and continuous reflection are the keys to a truly inclusive leadership culture.
We regularly write about different ways, tips, and tools to make your organization more inclusive. After all, we know that an inclusive organization is one that thrives. Diversity and inclusion not only ensure that employees are happy and healthy but also yield business benefits. However, tips and tools alone aren’t enough—they require someone willing to put them into practice. So, we’re on the hunt for the inclusive leader.
What is inclusive leadership?
An inclusive leadership style means that, as an employer, manager, or supervisor, you strive to promote inclusion within the teams for which you are responsible. As a leader committed to inclusion, you strive to foster a work culture in which diversity is seen as an asset, yet everyone is treated as an equal. Every colleague is viewed as a unique employee and is able to thrive in a safe work environment.
According to the fact sheet from Leiden University (n.d.), inclusive leadership is therefore about striking a balance between employees’ individuality and their sense of belonging. An organization that does not invest in a sense of connection among employees will have only individuals who hold positions because they fit their specific backgrounds, but these people are not part of the team—if there is even a sense of teamwork at all. An organization that does not value individuality has a strong culture into which all employees must fit, causing them to compromise their own identities, which in turn prevents the organization from reaping the benefits of diversity.
Big, fancy words: individuality, connection, inclusion—who wouldn’t want that? But how do you become that kind of inclusive leader?
A Climate of Imperfection
Ideally, we’d love to share a straightforward step-by-step plan here: “Follow these ABC steps, and you’ll excel at inclusive leadership within a year.” Unfortunately, it’s not that simple. Of course, in our blogs we share plenty of resources that can help you take steps toward inclusion. But whatever you do won’t automatically become second nature to you or take root within the organization.
Of course, there are lists, such as the six traits that inclusive leaders are said to possess according to research by Juliet Bourke (HBR, 2019). Inclusive leaders are: visibly committed, humble, aware of their biases, curious about others, culturally intelligent, and skilled at collaboration. These are great qualities, but what if you aren’t (yet)? What if you don’t naturally possess these inclusive leadership skills? Just looking at the trait “aware of their biases,” we can see that these are qualities you don’t necessarily have to be born with. Inclusive leadership starts with the willingness to change, being aware that you still have room to grow in this area, and sharing this with those around you.
The crux of inclusive leadership lies, in particular, in sharing your growth. You’re probably reading this blog because you’re already interested in inclusion, so you’re already consciously working toward change because you want to. But someone who cares deeply about inclusion and reads a blog doesn’t automatically provide inspiring leadership. Leadership only truly emerges between you and your team. How can you take the lead in a way that gets your team excited about inclusion and helps shape the culture? By sharing! Not your perfect example—because what’s more demotivating than someone who’s already got it all figured out while you’re just beginning to acknowledge your own limitations? Or someone who tells colleagues exactly how to do things? That kind of attitude can actually create resistance. Instead, share your struggles, failures, and attempts to try again, so that you foster a work culture of learning.
Reflect Together
Learning something new means practicing and making mistakes—for everyone, for you as a leader, and for your colleagues—so show them that it’s okay to stumble and get back up again. A good tip is to consciously ask about this and start a conversation about the discomfort that comes with shifting to an inclusive mindset. Share an example of a challenge you faced that week and ask what they’ve learned this week, where they went wrong, and how they view those experiences now. Reflecting on the situation is more important in this process than whether someone did something right or wrong.
Our brain works very quickly and associatively; it’s geared toward expending as little effort as possible, so breaking old habits is incredibly difficult. Whether you’re the director of a large NGO, a board member of an organization that conducts research on diversity, or a librarian working behind the counter, it’s only through consistent practice that you’ll master your brain and inspire those around you to do the same.
Conclusion
We know that inclusive leadership is very important, but we also know that it takes a lot of trial and error to truly practice effective inclusive leadership. Take your work environment into account and foster a culture where you can learn and reflect together.
Looking for a good conversation starter? Take the self-assessment by Dr. Tanachia Ashikali of Leiden University, available in their fact sheet. Want to learn more? You can also take a training course on Inclusive and Connective Leadership at Colourful Development.
